This document outlines a communications and training plan for a talent management project at XYZ Client. It identifies key stakeholders including senior HR officers, change agents, and end users. It recommends educating senior HR officers on ROI and getting buy-in. Change agents should be subject matter experts and help keep the project moving. End users need to understand how the new system will benefit and impact them. A timeline is proposed for a SaaS/cloud implementation along with a communication model targeting different groups. The order of communications is specified. Keys to success include aligned change messages, change readiness assessment, accountability, documentation, repeated training and communication, and metrics.

1. XYZ CLIENT
TALENT MANAGEMENT PROJECT – 2015
CHANGE MANAGEMENT
Communications & Training Plan
Chris Wien, PHR, CCP

2. CHANGE MANAGEMENT
Senior HR Officers
 SHRO Buy-in (educate on ROI 1st)
 Group session to demo products and
benefits of implementation approach.
 One-on-Ones
 Input from them
 who/what to focus on for each division/line of
business to ensure buy-in.

3. CHANGE MANAGEMENT
Change Agents
 Who?
 SME in each corporate role. Authority on desired
state, go to for configuration.
 Doer aligned with business process function (gathers
info)
 Approver aligns with corporate and project goals.
 Key Managers – opinion leaders
Must be trained in Product. Meet regularly as team to
keep project moving.

4. CHANGE MANAGEMENT
End user – HR Business Partner, Manager
 Why new System?
 My job will be easier
 I will have more time to grow professionally
 Company Brand stronger with industry peers;
 Affiliation factor with leading edge company
 How will it affect me?
 Design, User Acceptance Testing, Post Go Live roles
 Percentage of Time needed in each phase
 Performance expectations (part of new individual
objectives)
 Payoff !! What’s in it for me? Must be defined to get
buy-in

5. TIMELINE
SaaS/Cloud Implementation

6. COMMUNICATION MODEL
Organization Who? Momentum Risk Mgt Educate
Markets –
• Pilot = 11 locations
• Local Buy-in
GM’s/
Department
Heads
-Lead Kick-Off
Meetings
-Memo to All
Employees
with buy-in
reason(s)
-Progress
Updates from
Market senior
management
to Teams and
General
Population
• %
Complete
Board
• Pep Talks
• Town halls
-Seen as Top
Down initiative
-If so, pick
employee/ma
nager pain
points
- How this
will
solve/ease
burdens
- SRT Client
referrals
- Industry
success
stories, if
possible
- What
resonates?
-Market
Leadership
demos by
software firm
for Product
Leaders
& Local HR
-User
Documentatio
n
-System Test
Sandbox for
Local HR

7. COMMUNICATION – WHAT/WHEN?
Target
Group
Cascade
information
Actions
Needed
Themes Talking
Points
Local
Sponsorshi
p
Group Webex to
introduce Project
(SRT/)
Local Demo of
Products/ROI
- SME’s Lead
-Supported by
SRT
-”Take Aways” for
GM’s
• Demo Deck
• Contact Info
• Project Plan
Over three to
four weeks,
local demos
Get Availability
Schedule 11
markets.
Secure Rooms
Organize Local
HR and
Opinion
Leaders
Product Demo
customized for
Local Pain
Points
Benefits of more
standardization
• Profits
• Employee
Retention
• Fewer errors
• REGULATOR
Y
COMPLIANC
E
• % of time
I have to
dedicate?
• My staff
dedicate?
• Internal
Go To
people for
answers
• Testimoni
als from
SHRO’s
• Timeline
to Go Live

8. ORDER OF COMMUNICATIONS
1. CEO Memo to All Employees (Now)
2. Division Head Memo to Division Managers (Now)
3. Division Head Memo to All Division Employees
(Now)
4. GM Memo to Local Market Managers (Now)
5. GM Memo to Employees (Now)
6. Bi-Weekly Updates from GM to Employees
7. Milestone Updates from CEO/Division Heads to
respective constituencies.
8. Go Live Celebration for HR from Head of HR
9. Go Live Announcements from CEO/Division Heads

9. KEYS TO SUCCESS
 Aligned “Change” Messages – CEO/SHRO/GMs
 Regulatory Compliance?
 Market Competitiveness?
 Assess Change Readiness – Focus
Training/Communication efforts
 Daily Punch List – Hold People Accountable
 Weekly SME/Owner Issue Log Analysis
 User Documentation
 Train, Communicate, Re-Train and Communicate
again
 Set Metrics for Success and Measure performance